Czech Labour Code 2026: Employment Rules Employees Should Know
The Czech Labour Code is the main law governing employment relationships in Czechia. It covers employment contracts, working time, leave, termination, pay-related duties and many other rights and obligations.
For employees and foreign workers, Czech labor law is especially important before signing a contract, changing jobs or leaving employment. Several rules were changed by the flexible amendment that took effect mainly from 1 June 2025.
The current wording of the Labour Code should always take priority over old summaries because employment rules can change through later amendments.
Czech Labour Code: where to check the current law
The official MPSV Labour Code text is Act No. 262/2006 Coll. It regulates legal relationships between employees and employers and incorporates relevant EU employment rules.
Probation periods in Czech labor law
Under the current rules, a probation period can be agreed in writing. MPSV guidance states that the maximum is generally four consecutive months and up to eight months for managerial employees. For fixed-term employment, it cannot exceed half of the agreed contract duration.
The probation period is not automatic; it must be agreed no later than the day the employment relationship begins.
Changes to an employment contract
MPSV guidance explains that the agreed content of an employment relationship generally changes only by agreement between employer and employee. Changes to the employment contract must normally be made in writing.
Working time and shorter hours
The Labour Code distinguishes standard weekly working time and agreed shorter working time. A shorter schedule must be agreed between employer and employee, while special rules protect certain employees who request reduced hours for care or pregnancy-related reasons.
What foreign employees should check
The Labour Code applies to employment conditions, but immigration status is a separate issue. A foreign employee must also have the legal right to work under their citizenship and residence status. An employment contract by itself does not replace an employee card, work permit or other required authorisation.
Before signing or ending employment
Check the written contract, job type, workplace, gross salary, working hours, probation period, notice rules and any collective agreement that may apply. For a dispute or unusual situation, use the current MPSV guidance or qualified legal advice rather than relying on an old template.
